Self-other rating agreement in mentoring: Meeting protégé expectations for development and career advancement

TLDR: In this article, the authors used Atwater and Yammarino's self-other rating agreement process model to examine whether mentor-protege agreement regarding mentor transformational leadership would influence mentoring functions and protege outcomes.

Abstract: This study used Atwater and Yammarino’s (1997) self-other rating agreement process model to examine whether mentor-protege agreement regarding mentor transformational leadership would influence mentoring functions (i.e., psychosocial support and career development) and protege outcomes (i.e., career satisfaction, job satisfaction, desired aspirations, enacted aspirations). Mentors in 217 mentor-protege dyads were classified as over-estimators, under-estimators, in-agreement/poor, or in-agreement/good based on the difference between mentor's self-rating and protege’s rating of mentor’s transformational leadership. Results of multivariate analysis of covariance indicated that proteges in over-estimator dyads reported the lowest levels of psychosocial support and career satisfaction. Proteges in under-estimator dyads reported higher levels of psychosocial support, career development, and enacted aspirations than in-agreement/poor and over-estimator dyads. Proteges in in-agreement/good dyads reported higher l...